当前，高素质教师队伍建设存在诸多限制性因素，其中之一就是教师队伍的稳定性问题。特别是欠发达地区、民办学校教师流失情况严重。而在对教师离职的理论研究上，也存在着诸多不足。本研究通过访谈研究方法追溯16名中小学离职青年教师入职、适应、离职、二次入职的全过程，探讨中小学青年教师主动离职的影响因素，以解释教师离职行为，为教育决策者提供参考。 本论文的基本结构如下： 第一部分为绪论，介绍了研究的背景、问题提出以及研究的目的和意义。 第二部分为文献综述，利用Citespace可视化研究工具对近十五年来国内外教师离职研究的前沿和热点进行综述分析。 第三部分为研究设计，本研究选取16名中小学主动离职的青年教师作为研究对象，以访谈法、调查表法为主要研究方法，以中小学青年教师主动离职访谈提纲、被访者基本信息调查表、访谈邀请书为研究工具，采用Citespace可视化软件、Nvivo质性分析软件进行资料处理，以期使本研究更具科学性，更有操作性，更添创新性。 第四部分为研究结果。本研究共得出以下结论：1）发现教龄在7年以上的教师，离职取向均为职业内转换；2）发现影响教师离职的11类因素和69个因子，11类因素分别为：个体因素、工作因素、组织因素、经济因素、互动因素、人际因素、发展因素、家庭因素、机会因素、规范因素、职业因素；3）归纳出教师离职六因子模型：事务性因子、人际性因子、规范性因子、报偿性因子、主体性因子、互动性因子；4）发现工资因素、学校氛围、发展空间、负性情绪、入职动机等是影响教师离职的普遍因素； 5）分析出职业内转换、职业间转换、深造三类离职的最大影响因素分别为：工作环境、发展空间、负性情绪；6）找到了情感牵引力、工作边界两个具有影响力的新变量。 第五部分讨论了教师行业中“七年之痒”现象；教师离职影响因素的理论结构；影响教师离职的根本原因以及新变量结构。 第六部分呈现了本研究的基本结论与局限。

Currently, there are some restrictive elements hurdling the cultivation of teachers with high quality and qualification, during which the stability of the teaching staff comes into importance. In many areas, especially areas under development, the brain drain has become more and urgent. However, the theoretical research of teacher turnover has many deficiencies. This study interviews the whole process of sixteen primary and middle teachers about their starting, adapting, turnover and re-starting their working career to explain those teachers’ turnover behavior for most educators’ consideration on this phenomenon. The first chapter is introduction, introducing the research background, problem posing , research purpose and significance of the research. The second chapter is a literary review, employing Citespace to analyze the frontier topics, hotspot domains issue of the teachers’ turnover during the last fifteen years. The third chapter is research design, selecting sixteen primary and secondary school teachers for interview about the reason why they leave their job career. The study adopts Citespace and Nvivo to analyze the information collected, which makes the study outcome more scientific, practical and innovative.The fourth chapter is result analysis. This study reaches following conclusions: 1. Teachers who internally transferred (TWIT) are more than 7 Years of teaching experience . 2. Find 11 tree nodes and 69 free nodes. 3. There are six types of factors influencing teacher turnover. 4.The salary, school climate , space for advancement, negative emotion and entry motivation are the most common factors. 5. Work environment , space for advancement and negative emotion are paramount causes of TWIT, teachers who externally transferred(TWET)and teachers who obtain further education(TWOFE) . 6. Find some new elements such as emotional pull factor and working boundary etc.IIIThe fifth chapter discuss the phenomenon of seven-year itch in the teaching profession. Raise theory structure of teacher turnover influencing factors as well as the root cause and the new variable structure. The last chapter shares with the readers about the limitation of this thesis and conclusion.